J. Brian Coleman

Vice President of Total Rewards and HR Shared ServicesDawn Foods

Brian has been with Dawn Food Products for 10 years. Dawn Food Products, Inc. Under Brian’s leadership, Dawn was recognized by Marsh & McLennan Agency LLC (and has earned TrendBender status (keeping the average cost increase near 0%) for 8 consecutive years. Dawn was recognized by Employee Benefit News as the 2015 Judges Choice Benny Award winner and in 2015 and 2016 a finalist for the PLANSPONSOR Magazine Plan Sponsor of the Year Award. In 2016 a winner of the PLANSPONSOR Magazine Plan Sponsor of the Year Award. Brian has 25 years of experience in Human Resources and has expertise in Business Integration, Human Resource Technology, Employee Relations, Organizational Development, Payroll, Compensation, Benefits, Business Operations, Payroll and Change Management. Prior to joining Dawn, he has held positions at Trinity Health, Accenture (Anderson Consulting) American Axle and Manufacturing, Inc. Brian is a strong believer in giving back to the community and is a member of the Management Department External Advisory Board and guest speaker at his alma mater. He is a Scoutmaster and Order of the Arrow advisor with the Boy Scouts. Brian has a B.A. degree from Eastern Michigan University, where he majored in Human Resources.

Day One: Sunday, March 24,2019

Rapidly shifting employee demographics is one most significant changes affecting compensation and benefits innovation and management. Depending on the employee, rewards perceived as valuable can range from traditional benefits such as stock options, retirement planning, 401Ks, or HSAs to emerging benefit trends such as flex-time, on-demand assignments, student loan repayment assistance, and career-pathing. In this session, we will share insights and experiences in:

•Acknowledging compensation expectations and preferred benefits of incoming talent while valuing those of tenured employees

•Merging Baby Boomer and the Gen Y employees: What we have learned, what we would do differently

•Determining the widest number of offerings your company culture and budget can sustain

•Employee surveying for balancing their preferences with budgetary and administrative limitations

•Knowing when to draw the line: Creating competitive rewards while staying true to organizational culture and long-term goals

Day Two: Monday, March 25, 2019

While some may contend that less is more, that can be a tough sell in a talent market that expects more variety and a wider range of employment compensation and benefits. However, despite these increasing demands and expectations, Total Rewards executives must work within their budgetary limits and organizational constraints, while remaining attractive to potential candidates and current employees. This case study will examine how an organization was able to:

•Create the most appealing packages and layered benefits while working within stringent budgets, timeframes, and management cultures

•Creatively maximize a streamlined compensation and benefits package that appealed to the mass majority of its employees

•Evaluate the competition and incorporate novel benefits to build optimal and unique total rewards for their talent acquisition needs